First, we would like to thank the members of the IFCAT for their efforts in providing feedback to Management to help management make the final decision on what type of raises to give us. Advising Management and collective bargaining are two very different things and will never produce the same results. Management would like us to believe the Direct Relationship is a “collaborative” one that benefits all of us. Well, it doesn’t. The Direct Relationship allows Management to make the final decisions regarding all aspects that affect us...including our pay. The Direct Relationship and the IFCAT process continue to leave us at or below the industry average wage. This is a fact.
It’s true we have “Compensation Reviews” every two years, but that doesn’t mean the results of those reviews will provide us with an industry competitive pay scale. During each review, we play “catch up” bringing our pay to just about the industry average only to quickly drop as the contractual pay raises of the unionized Flight Attendant contracts take effect throughout the calendar year.
The 2016 Inflight Frontline Compensation Advisory Team Results is 25 pages long. Within those 25 pages only two pages (6 and 7) provided us a peer comparison, the “Peer Average”. The lack of comparisons is concerning to us so we decided to make our own so all IFC’s can see exactly how we compare!
Sticking with the Direct Relationship just means we will continue to play “catch up” every two years, possibly receiving compensation that just brings us to about average based on which airlines Management decides are our peers. The reality is that the current process is not very transparent and it’s one sided. We can produce better results through collective bargaining because WE can vote on the results our Negotiating Team produces. Management must also bargain and negotiate with our Negotiating Team in good faith.
Will you vote on something that makes things worse or better? Think about!